Research finds that employees who use constructive resistance are more likely to receive negative performance ratings from managers, while employees who use dysfunctional resistance are more likely to receive positive ratings from managers.

Question

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Research typically finds that constructive resistance, where employees express concerns or offer alternatives in a positive manner, is more likely to be viewed favorably by managers. Dysfunctional resistance, such as complaining without offering solutions or undermining decisions, is more likely to result in negative performance ratings.

Research Finds That Employees Who Use Constructive Resistance Are More